Reference Testing, Etc.

Question 1

The expression of an opinion either orally or through a written checklist regarding an applicant’s ability, etc.

Answer 1

Reference

Question 2

Defamation of character

Answer 2

Reference is untrue and has malicious content

• Slander (oral)
• Libel (written)

Question 3

Conditional privilege

Answer 3

People providing references have the right to express their opinion provided they believe what they say is true

Question 4

Letters of recommendation

Answer 4

• lack reliability

- person giving the reference doesn’t know applicant too well

Question 5

Job knowledge test

Answer 5

has excellent content and criterion validty

Question 6

Ability tests

Answer 6

-used primarily for occupations in which applicants are not expected to know how to perform the job at the time of hire

Question 7

Cognitive ability tests

Answer 7

• important for professional, clerical and supervisory jobs
• drawback: high levels of adverse impact
• WONDERLIC PERSONNEL TEST
• one of the most widely used cognitive ability test
• MILLER ANALOGIES
• THE QUICK TEST
• RAVEN’S PROGRESSIVE MATRICES
• SIENNA REASONING TEST
• potential breakthrough

Question 8

Assessment centers

Answer 8

-multiple assessment techniques, multiple assessors, simulation

• IN-BASKET TECHNIQUE
• designed to simulate types of daily info that appear on a managers or employee’s desk
• SIMULATION -backbone of assessment centers
• BUSINESS GAMES -allow applicant to demonstrate such attributes such as creativity, decision-making, work with others

Question 9

Biodata

Answer 9

• best predictor of future employee tenure
• file approach
• questionnaire approach
• criterion groups (pieces of info that distinguish high from low group)
• vertical percentage method (percentage of a particular response for the low group is subtracted from the same response in the high group)

Question 10

Normal Personality tests

Answer 10

• Hogan Personality test
• CPI
• 16PF
• NEO-PI-R

*Conscientiousness -best predictor in most occupations

Question 11

Psychopathology tests

Answer 11

*Interest inventories
>Strong Interest Inventory (SII)
-most commonly used
-useful in vocational counselling

• Integrity tests
• Conditional Reasoning tests
• reduce inaccurate responses and get a more accurate picture of a person’s tendency to engage in aggressive or counterproductive behavior
• provide testtakers with a series of statements and ask respondent to select the reason that best justifies each of the statements

Question 12

Hostile attibution bias

Answer 12

Most people have harmful intentions behind their behavior

Question 13

Potency bias

Answer 13

important to show strength or dominance in social interactions

Question 14

Retribution bias

Answer 14

important to retaliate when wronged rather than try to maintain a relationship

Question 15

Derogation of target bias

Answer 15

evil people deserve to have bad things happen to them

Question 16

Social discounting bias

Answer 16

Social customs restrict free will and should be ignored

Question 17

Validity

Answer 17

*Ability, work samples, biodata, structured interviews predict future employee performance

-High adverse impact: cognitive ability, gpa
Low: integrity test, references, personality inventories

• Face validity
  high: interview, work samples, simulations, resumes
  low: graphology, biodata, personality test
• To predict employee performance, content validity
• To measure job performance, criterion validity

Question 18

Known -groups-validity

Answer 18

A test is given to 2 groups of people who are known to be different on the train in question

Question 19

Utility

Answer 19

> Taylor-Russell tables

• an estimate of the percentage of total new hires who will be successful employees if a test is adopted
• criterion validity coefficient, selection ratio, base rate

> Lawshe tables/Expectancy charts

• provide a probability of success for a particular applicant based on test scores
• validity coefficient, selection ratio, base rate

> Utility formula
-provides an estimate of the amount of money an org. will save if it adopts a new testing procedure